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來源資料
頁籤選單縮合
題 名 | 私部門高階女性人力資源之開發及運用--美國「玻璃天花板委員會」報告初探=The Development and Utilization of High-Level Female Human Resources in the Private Sector--A Preliminary Study of the Reports of the Glass Ceiling Commission of the United States |
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作 者 | 焦興鎧; | 書刊名 | 經社法制論叢 |
卷 期 | 24 1999.07[民88.07] |
頁 次 | 頁311-348 |
分類號 | 494.3 |
關鍵詞 | 職業區隔; 就業歧視; 人力資源運用; 1991年玻璃天花板法; 玻璃天花板委員會; Occupational segregation; Employment discrimination; Human resources utilization; Glass ceiling act of 1991; Glass ceiling commission; |
語 文 | 中文(Chinese) |
中文摘要 | 美國國會在一九九一年十月制定一九九一年民權法時,曾特別責成設立一超黨派 之「玻璃天花板委員會」,藉以研究少數族裔男性及所有婦女何以未能在美國公司中晉身至 管理及決策階層之各種人為障礙,並向美國總統及國會相關委員會提出書面之事實發現及建 議事項報告。在一九九五年三月,該委員會先完成一名為「對產業有利:充分利用全國之人 力資本」之報告,指出各公司之領導人、婦女、少數族裔及專家學者均同意在美國確有此類 現象存在,而婦女及少數族裔在相當程度上是被排除在高階之經理級職位以外。在同年十一 月,該委員會又出版另一名為「一項穩固之投資:充分利用全國之人力資本」之報告,並對 私營企業提出多項建議,希望能儘量晉用少數族裔及婦女出任高階之決策職務。 本文之目的,是要對美國私部門高階女性人力資源開發及運用之策略及所面臨之困境,做一 檢討分析,主要是以前述「玻璃天花板委員會」所出版之兩項報告為探討重心,並設法提出 美國經驗可供我國參考攻錯之處。除序言外,全文計分六個部分:第二節是以各項相關文獻 及統計資料,說明在美國私部門管理決策階層兩性區隔之嚴重情形,並分析其產生之原因。 第三節簡述「玻璃天花板委員會」之組成背景,並列舉其所負之任務。第四節對該委員會所 出版之事實發現報告內容做一分析,主要是以該委員會所委託之十三篇相關研究報告為基礎 。第五節則是針對該委員會在所出版之建議事項報告,逐一研討所提出相關之對策,並分析 其可行性。第六節則對美國開發及運用私部門高階人力資源之各項策略做一綜合評析,並提 出這些措施所可能遭遇之法律障礙。最後,本文在結語中指出,由於在我國私部門兩性職業 區隔之情形較美國更為嚴重,但相關之實證研究並不多見,美國之經驗應可提供許多參考攻 錯之處。 |
英文摘要 | When Congress amended the Civil Rights Act in 1991, it created a bipartisan Glass Ceiling Commission (GCC) to identify the artifical barriers that have blocked the advancement of women and minorities into decision-making positions in the private sector in the United States. In March 1995, the Commission published a fact-finding report entitled - Good for Business: Making Full Use of the Nation's Human Capital, and confirmed that the glass ceiling phenomenon did exist in Corporate America. In November the same year, a second report entitled - A Solid Investment: Making Full Use of the Nation's Human Capital was presented by the Commission and a list of recommendations were made to crack this glass ceiling based on its findings. The purpose of this paper is to use the two reports mentioned above as a model to make a tentative analysis of the development and utilization of high-level female human resources in the private sector in the United States. It also tries to evaluate whether the American experiences can be adopted here in Taiwan. Aside from introductory note, the paper is divided into six sections. First, it briefly describes the seriousness of sex segregation in employment, both horizontally and vertically, in the private sector in the United States. Second, it sketches the general background and tasks of the Glass Ceiling Commission. Thirdly, the paper analyzes the contents of the fact-finding reports issued by the Commission. In the fourth section, the paper reviews the recommendations made by the Commission and evaluates their feasibility. Fifthly, it makes a general assessment of these strategies presented by the commission and points out several legal controversies arising from those proposals. Finally, in the concluding section, this paper outlines a number of recommendations for this country to adopt several American practices. |
本系統中英文摘要資訊取自各篇刊載內容。